Establishing Quick Programs Of Selection Process

If you are unable to contact a former or current supervisor, consider getting a reference from other managers, supervisors or personnel in the organization who may be in a position to evaluate and comment on an applicant’s experience and qualifications. If the candidate does not offer additional information, you should provide verbal cues or ask for the information directly. Note: You may consider conducting reference checks on all finalists before the final selection is made. At a minimum, the search committee member must have completed one of the learning activities listed below before serving on the committee: Training workshop – Affirmative Action 101 Training workshop – Recruitment & Selection Strategies for the Hiring Manager Training workshop – Supporting the Recruitment and Selection Process Recruitment Advertising & Affirmative Action webinar Diversify and Train the Search Committee tutorial Applicant Pool Statistics & Creating Diverse Applicant Pools tutorial It is recommended the committee communicate prior to the application review to determine criteria for applicant evaluation The Search Committee Chair should ensure that all members of the committee are thoroughly familiar with the job description Step 5: Post Position and Implement Recruitment Plan Once the position description has been completed, the position can then be posted to the OCR career site via the ATC. Review the role and decide if there are any changes required as certain tasks and responsibilities performed by the previous person may not or should not be performed by the new person Carefully evaluate any changes needed for the following: Level required performing these tasks; considering the appropriate classification level. It is imperative to evaluate the same criteria for each of the candidates, however, this does not mean that you have to rigidly stick to the same control questions. For example, if the selection procedure is a test, the employer should determine whether another test would predict job performance but not disproportionately exclude the protected group. They include, in no particular order:

Every year, Merckx, 42, scours the junior ranks and U.S. national team for the next Axeon riders. vocationHis process for evaluating talent is equal parts science and art. He weighs eachriders physical talent, personality, and attitude toward fellow racers, before making a choice. At the end of the day, when I narrow it down, I need to have a good feeling about the rider, Merckx says. More than anything its about whether [the rider]is going to fit with the teammates. Merckx has been on the hunt for young talent since 2009.His squad was originally called Trek Livestrong, and it was launched as a development squad for Lance Armstrongs Radioshack pro team. Its star rider was Taylor Phinney, and its roster included Ben King and Sam Bewley, both of whom now compete in the WorldTour. In 2011 Radioshack folded and Phinney left to join Team BMC. Merckx decided to continue his program. Over the years, Merckx has adjusted his process for identifying talent. In the early days, heattended lots of junior races.